improving people’s lives in salford the council’s human resource strategy update october 2005

Improving People’s Lives IN Salford

The Council’s Human Resource Strategy

Update October 2005


Focus and priorities

• Pledges• Community plan themes• Cabinet work plan

• Balanced score card (HR)


Progress to date:

Reward and Recognition

• Undertaken ‘best practice’ review and staff focus groups

• Framework for R&R agreed by Directors

• Each Director to implement framework in their services.


Progress to date:

Succession Planning

• Undertaken good practice review

• Linked to Competence framework development

• Competences being piloted in Customer & Support Services

• Evaluation and roll-out to follow


Progress to date:

Attendance Management

• Improvements made to recording process leading to more accurate and meaningful data to managers.

• Policy revised to provide tighter trigger points and more immediate intervention

• Health and well-being activities e.g. flu jabs, counselling, physio, stress policy, and redeployment policy linked.

• Review of Occupational Health Service to report in December.


Progress to date:

Recruitment and Retention

• Established ‘menu-based’ approach to recruitment through ‘Options’• Recruitment Open Day on 13th Sept. Over 600 people attended. A

number of applications and interviews held on the day (full data to follow).

• Other similar initiatives to continue.• Created a ‘pool’ of quality-assured admin. and clerical applicants to

‘slot’ into future vacancies.Thereby saving advertising costs.• ‘Young Ambassador’ programme established to use young employees

as ambassadors in schools, colleges etc.


Progress to date:

Recruitment and Retention

• Links with regeneration agenda

• Discovery day for care leavers


Progress to date:

Health and Wellbeing

• Health and well-being activities e.g. flu jabs, counselling, physio, stress policy being delivered.

• Review of Occupational Health service report in December.

• Officer group established to identify further initiatives.


Progress to date:

Health and Safety Improvement Plan

• An ‘outstationed approach to the deployment of specialist resources established in all Directorates.

• All H&S policy reviewed and updated on the intranet.• Performance monitoring arrangements being

implemented.• Managers online checklist developed .


Progress to date:

Workforce Statistics

• Major Audit of SAP organisational structure complete• BVR SAP improvement Plan being implemented• Quarterly provision of workforce profile, sickness absence

statistics etc to management teams• Personal data audit to be carried out from November• Additional resources allocated to system maintenance and

management information provision• Workforce planning model developed for Community Health and

Social Care Directorate. Participating in NWEO/AGMA programme.


Progress to date:

Workforce Development Plan

• Initial Development Plan submitted to NWIN

• New appraisal / PDP methodology using competencies being piloted and integrated into SAP allowing for better collection and management of development needs.


Progress to date:

Diversity and Inclusion

• Level 2 Equality Standard Achieved

• Action Plan for Level 3 agreed (target 2008)

• Plan for adaptations of Council Buildings for 3 years agreed subject to further consultation

• Training for all employees underway

• Consultation arrangements with BME groups, disabled people groups and women's groups developed


Progress to date:

Customer Care

• Pilot training courses for front-line staff and their supervisors being completed.

• Roll-out subject to evaluation


Progress to date:

Induction

• E-induction package complete and live.


Progress to date:

1st Line Managers

• 100 managers a year achieving ILM First Certificate in Supervisory management

• Relevant managers in social care achieving NVQs to meet national targets.

• Training in enhanced people management skills started using blended learning approach.


Progress to date:

Middle and Senior Managers

• 3 cohorts of Transform In Salford to run in 2005/6 (110 managers)

• 11 managers undertaken AGMA programme

• 4 Leadership Roadshows in 2004/5

• Masterclasses organised for January 2006

• Service Transformation programme to commence in November 2005

• Area/Neighbourhood Working training in November 2005 onwards


Progress to date:

E-Learning

• Approximately 1000 hours of study p.a. at current usage.

• New IOSH-certificated programme (H&S at Work) being piloted.


Progress to date:

Other related projects

• Policy review – redeployment, capability & attendance management

• Pay & Grading review

• Appraisal

• Skills for Life


Human Resource Strategy - Outcomes

• A motivated workforce with the right skills, knowledge and attitudes to deliver customer-focused quality services

• A workforce fit for purpose - now and in the future

improving people’s lives in salford the council’s human resource strategy update october 2005

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